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You’ve hired a new employee. After sending them a job offer, you run a background check to search for any red flags. Their previous employment, education, and criminal history all come back clear. So you’re done with employee screening now, right? Well, not exactly. To continue to have a safe workplace and for your customer’s safety, it is good practice to rescreen your current employees regularly.  

Only eleven percent of companies consistently rescreen their current employees. For the remaining eighty-nine percent, if an employee commits a crime after being hired, then the only way they’re going to find out is when the employee starts missing days for court or disappears altogether when they go to jail. For this reason, many companies are beginning to adopt this rescreening policy.

Bring Issues to Light

Some employers only see it as an added cost to their business, but that is far from the truth. By implementing a policy of checking for criminal records or verifying credentials on an annual or semi-annual basis, employers can save themselves a lot of future time and money due to legal liabilities. 

The most convincing reason to rescreen is that it allows employers to keep their workplace safe. The most common issues that come to light in a rescreening are financial problems, revoking of a professional license or recent criminal activity. If these issues weren’t brought into the open through rescreening, then this could lead to severe liabilities for your business. This transparency allows for more trust and a safe workplace. 

Quarterly Watch® by SELECTiON.COM® allows employers to re-check their employees, volunteers, or sub-contractors quarterly, to make sure no new criminal activity has occurred since hiring. While most of our clients prefer to re-screen every three months, we also offer the option of annual and semi-annual checks. Quarterly Watch® is an innovative combination of our Search America® national criminal database and background check automation. 

Contact us today to add Quarterly Watch® to your company’s background screening process. 

NOTE: The contents of this article are not legal advice for your particular situation. You should neither act nor rely upon anything stated in this article without first consulting your legal counsel.   

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